EMPLOYEE TURNOVER IN COMMUNITY MENTAL-HEALTH ORGANIZATION - A DEVELOPMENTAL STAGES STUDY
EMPLOYEE TURNOVER IN COMMUNITY MENTAL-HEALTH ORGANIZATION - A DEVELOPMENTAL STAGES STUDY
复制标题
DOI：
10.1007/bf02188885
复制
发表时间：
1994-06-01
影响因子：
2.7
通讯作者：
BENDROR, R
中科院分区：
文献类型：
--
作者：
BENDROR, R
本研究旨在探讨社区精神卫生服务机构员工离职的原因，以及员工成长阶段与离职原因的关系。研究中收集了三种类型的变量：1）人口统计学，包括任期和收入; 2）工人对他们的效率，满意度，期望的责任，离开组织的期望，士气和能力的评级; 3）工人对他们最重要的离职因素的排名，在研究时。该组织编制了其他人员数据供本研究使用。在本研究的所有感兴趣的领域都发现了重要的发现。所研究的组织达到50%的年度自愿离职率，和72%的离职率为同一年。工人的发展阶段，发现有显着的关系，工人的选择，在他们选择的离职因素。处于较高发展阶段的员工倾向于选择“高阶”离职因素，如奖励和组织因素。然而，决定离开CMH组织的最重要因素是工资低。
The purpose of this study was to examine the reasons for employee turnover in community mental-health residential services, and to determine the relationship of workers' developmental stage to those reasons. Three types of variables were collected in the study: 1) Demographics, including tenure and income; 2) Workers' ratings of their effectiveness, satisfaction, desired responsibility, expectancy of leaving the organization, morale, and competence; 3) Workers' ranking of the most important turnover factors for them, at the time of the study. Other personnel data was compiled by the organization for the use of this study. Significant findings were found in all interest areas of this study. The studied organization reached 50% yearly voluntary turnover, and 72% separation rate for the same year. Workers' stages of development found to have significant relationships with the choices workers would make in their selection of turnover factors. Workers in higher stages of development tended to choose ''higher order'' turnover factors like rewards and organizational factors. Nevertheless, the most significant factor in a decision to leave a CMH organization was low pay.